Teachers’ Pay 2013
Note: this presentation is based on the
DRAFT 2013 Teachers’ Pay & Conditions Document
Overview
• First stage of reform
• National framework within which:
o Schools have greater autonomy
o “Headteachers manage staff and resources”
o “Governing Bodies hold leaders to account for
managing and rewarding performance in the interests of
pupils”
• Much simplified STPCD - more complex Pay
Policy !
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Pay Decisions
• New Pay Ranges wef 1 Sept 2013
• But Sept 2013 pay decisions based on 2012 TPCD
• Review pay annually
o wef 1 September
o notify staff within one month
• Pay must be “permanent for as long as the
teacher remains employed within the same
school”
• No rules on starting salaries
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Pay Progression
• End to automatic progression on Main, Upper &
Unqualified Ranges
• Pay Ranges have minimum and maximum amounts
only
• Pay Policy to set out how progression will be
determined
• “decision to increase or not….must be related to the
teacher’s performance as assessed through [PM]”
• DfE say: “Differentiated progression between minimum
and maximum amounts according to performance”
• “Continued good performance over a number of years
must give reasonable prospect of reaching maximum”
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Upper Pay Range
• Any qualified teacher may apply to be paid on the
Upper Pay Range
o at any time from 1 Sept 2013
o paid any amount on Upper Pay Range if successful
• Old process can still be used until 31/10/13
• Application successful if:
o “the teacher is highly competent in all elements of the
relevant standards”
o “the teacher’s achievements and contribution
to the school are substantial and sustained”
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Lead Practitioners
• AST and ET posts discontinued Sept 2013
o Salary Protection
• New “Lead Practitioner” Sept 2013
• Leadership role - “Modeling and leading improvement of
teaching skills”
o “should advertise as other roles” – assimilate existing
ASTs?
o Can do outreach
o School set Individual Range within Pay Range:
£37,461- £56,950 (⸗leadership)
o Increases related to performance
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TLRs
• No change to TLR1 and TLR2
• New TLR3s - Fixed-term
o £500 - £2,500
o “Clearly time-limited school improvement projects or
one-off externally driven responsibilities”
o Fix duration at start, pay monthly
o Limit on fixed-term length ?
o Non-safeguarded
o Focus on T&L as other TLRs
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Other issues
• Removal of limits on R&R payments - but with regular
formal review
• No change to Leadership
• No change to SEN Allowances
• Appropriate use of discretionary payments
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Issues for Pay Policy
Criteria for progression on Main, UQ and Upper Pay
Ranges given:
• PM will provide the evidence
• One set of Teaching Standards for all
• Defining ‘good’ performance for continued progression (overall
not just observations)
• Defining ‘highly competent’ and ‘substantial and sustained’ for
access to Upper Pay Range
• Managing expectations of teachers who can apply at any time
Value of performance pay progression given:
• No pay scales
• Expectation of differentiated reward
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Issues for Pay Policy
Who will make the decisions ?
• Will reviewers make pay recommendations ?
• Role of Governors ?
• Ratify ? Record ? Monitor Challenge
• Upper Pay Range – HT ‘advises’ rather than ‘determines’
OFSTED will inspect
• How pay decisions are made
• How budget is used to differentiate between high & low
performers – and that low performance is being addressed
• Correlation between overall quality of teaching, pupil outcomes
and numbers on various pay levels
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The MODEL Pay Policy
Approach
• Middle ground
– minimise disputes
– financially manageable
• Compliance with letter and spirit of TPCD (and
OFSTED expectations)
• Consistency across schools
– generally preferred approach
– with scope for individual variation
– some decisions must be made at school level
• Union position
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The MODEL Pay Policy
Roles & Responsibilities
• Headteacher determine starting salaries below leadership?
• Headteacher/PM reviewer make pay recommendations?
• GB ratify all pay progression decisions, including Upper
Pay Range applications?
Timescales
• PM cycle
• GB/Pay Committee meetings
• Administrative processes (Payroll)
Starting salaries
• No requirement to match – but consider current salary
• Advertising
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The MODEL Pay Policy
Rigorous PM – overall performance
Pay progression
• All employees get inflationary increases
• Assumption that teachers improve their professional
performance through their careers
– Good performance = progression as now
– Other amounts for moderate/exceptional performance ?
No progression does not mean capability, but….
• Support those who do not improve year on year
• Monitoring/capability for those falling below minimum
required standards
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The MODEL Pay Policy
Upper Pay Range
• Restricted application through demonstration of
sustained competence over 3 year period (1 at current
school?)
• Timing of applications
• Criteria
– Focus on contribution to wider school
– Increasingly outstanding teaching (overall)
TLR3s
• Head to decide ?
• Expression of interest and professional dialogue ?
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The MODEL Pay Policy
Lead Practitioners (ASTs)
Discretionary Payments
• GBs to amend as appropriate
Adopting a Policy
• GB to determine their preferred model
• Consult staff – on that model
• Consider feedback on issues raised
• Amend Policy if appropriate
• Adopt before 1 September 2013
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